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Organisation Psychology Professor at the University of Bath’s Management department has urged HR directors to spend more time on evidence based decision making.

Professor Rob Briner, who is also the founding member of the Centre for evidence based management, made his comments to HR magazine’s HR in the boardroom event early this month.

He was asking questions directed at a panel of HR managers and made his thoughts quite plainly.

Briner argued that “the faster you make a decision the worse it is going to be. It’s that simple.”

He said evidence-based practice can contribute to well-informed decisions, because it is about making “conscientious, explicit, and judicious use of different sources of information” to make accurate choices.

Briner outlined the six key steps to making evidence based decision making:

Asking: translating a practical issue or problem into an answerable question.

Acquiring: systematically searching for and retrieving the evidence.

Appraising: critically judging the trustworthiness and relevance of the evidence.

Aggregating: weighing and pulling together the evidence.

Applying: incorporating the evidence in the decision-making process.

Assessing: evaluating the outcome of the decision taken.


Supporting HR to make better decisions

Workforce analytics provided by today’s cloud-based workforce management systems deliver HR with the necessary data and evidence needed to make informed business decisions.

With a ‘full’ live audit trail of information accessible on demand, HR can gain powerful insights into issues influenced by workforce behaviour and turn these into actions to drive productivity and efficiency gains.

Workforce analytics can answer critical questions when it comes to performance. After all, the workforce accounts for most organisations’ biggest expense but strategic asset.

  • What percentage of project costs is spent on labour costs?
  • What impact are staff absences on a Friday afternoon having on the business?
  • Do we need to schedule more staff to coincide with anticipated sales?
  • How much staff time should I factor into a job quote to ensure it’s profitable?
  • Which staff have the relevant skills mix required for a specific job?

Used correctly workforce management provides a true insight into your workforce that can shape your future success and sustain a competitive edge.

Take time out to think about the critical decisions affecting your business. The reality is that they are all, in one way or another, driven by your workforce, so why not measure it?



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